Payfactors Townhall Introducing the NEW Platform

Payfactors Townhall Introducing the NEW Platform

1. The NEW
Payfactors
is here!
June 15, 2022
Participate by submitting questions and responses in the chat!

2. Today's Presenters
Russ Wakelin
Chief Product Officer
Brittany Innes
Senior Director,
Product Management
Lulu Seikaly
Senior Corporate Attorney
Sarah Kalogerakis
Chief Data Officer
David Hwang
Chief Customer Officer

3. 23% total US workforce
9,300clients
60%Fortune 500
100Mwebsitevisitors/annum
478Kjob descriptions
11K surveyed jobs
30+industries
400+ yearscompensation experience
3,603company survey participants
1.4Tcombined salary value
29Mjobs priced annually
198country coverage
65Mcrowdsourced salary profiles
24Kannual third-party surveys loaded
1800+annual implementations

4. The state of the
market today
There’s a lot happening
in the market.
We are all feeling the effects
of these three major shifts:
Rapidly Evolving
Talent Market Pay Equity,
Fairness, and
Transparency
The Expanding
Role of
Compensation

5. Market Shift #1
Rapidly Evolving Market

6. We find ourselves in an evolving landscape
Reset & longer-
term change
Seismic Event
Volatile
Disruption
4IR Horizon

7. And in the eye of a Perfect Storm
Volatile
Disruption
Talent Crunch
Distributed
Workforce
Wage Inflation &
Pay Compression
Demand for Pay Equity
& Transparency
Expectant
Employees
Business
Transformation

8. Profit
Risk
Growth
Social
Responsibility
Labor is often the
largest cost of doing
business, the spend
must be optimized
The number one
underestimated
risk is top talent
turnover
How will we
estimate labor costs
to support growth?
Socially responsible
businesses attract top
talent and have
increased employee
engagement
Compensation
Strategy

9. Most companies are ill equipped…
While…
69%
of companies
acknowledge they
need a new compensation
approach
Only…
9%
are ready to do
anything about it
Source: Deloitte

10. Greatest challenges and investments for HR going into 2022
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ESG
Job Description Management
Modernizing HR software
Benefits
Workplace Policies
Workplace Environment
Performance Management
Learning & Development
Employee & Labor Relations
Workforce Planning
Fostering Company Culture
Engagement
Compensation
Retention
Recruiting
Higher InvestmentMore Challenging

11. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ESG
Job Description Management
Modernizing HR software
Benefits
Workplace Policies
Workplace Environment
Performance Management
Learning & Development
Employee & Labor Relations
Workforce Planning
Fostering Company Culture
Engagement
Compensation
Retention
Recruiting
Higher InvestmentMore Challenging
Greatest challenges and investments for HR going into 2022

12. Do you think you are losing more talent than
prior years due to insufficient pay increases?
44% of organizations believe they are losing talent due to insufficient pay increases

13. ❑3
rd
Party Survey Management
❑Timely cuts from named companies
❑Employee expectations
❑Market Trends
Assess Markets
❑Benchmark jobs
❑Level jobs across the organization
❑Job & Grade based structures
❑Identify under/over payment issues
Assess Jobs
❑Generate branded, custom Total
Rewards Statements
❑Securely deliver
❑Facilitate salary ranges on job
postings
Communicate Compensation
❑Automate merit cycle
❑Enforce company defined guidelines
❑Empower manager-employee comp
discussions
Facilitate Comp Changes
Merit, bonus, long term incentives
❑Build Rapidly from Library
❑Collaborate in real time
❑Route for approval
❑One click pricing
❑Employee portal
Control Job Descriptions
❑Automate Remediation Plans
❑Validate fairness at time of pay change
❑Keep proactive
Assess Fairness
PayscaleSupports the Full Compensation Cycle

14. Did you make significant
changes to your compensation
data strategy in 2020 or 2021?
Importance of compensation activities
in the next few years compared to todayIncorporating new sources of
salary data is the most important
change to data strategy

15. ❑3
rd
Party Survey Management
❑Timely cuts from named companies
❑Employee expectations
❑Market Trends
Assess Markets
❑Benchmark jobs
❑Level jobs across the organization
❑Job & Grade based structures
❑Identify under/over payment issues
Assess Jobs
❑Generate branded, custom Total
Rewards Statements
❑Securely deliver
❑Facilitate salary ranges on job
postings
Communicate Compensation
❑Automate merit cycle
❑Enforce company defined guidelines
❑Empower manager-employee comp
discussions
Facilitate Comp Changes
Merit, bonus, long term incentives
❑Build Rapidly from Library
❑Collaborate in real time
❑Route for approval
❑One click pricing
❑Employee portal
Control Job Descriptions
❑Automate Remediation Plans
❑Validate fairness at time of pay change
❑Keep proactive
Assess Fairness
PayscaleSupports the Full Compensation Cycle

16. Diverse & Dynamic
Compensation Data

17. The importance of a multi
sourced data library
World at Work best practice is to use at least 3 sources
of data to provide a holistic view of the market.
Variety of data is part of any high performing
compensation strategy. Payscalehelps to prescribe the
right data mix for you.
There is benefit to having multiple sources of data for
variability and varying perspectives.
More data =more informed decisions
More diverse data= moreholistic decisions

18. Intelligent streams of curated, validated, compensation data
Payscale’sDiverse & Dynamic Data Portfolio
Peer
A transparent & dynamic
HR reported data network
65 million salary profiles (all time)
350,000new profiles/month
15,432jobs
7,450skills/certifications
1.5 billion+ data points
5,500jobs
14countries
2,200organizations
7Memployees
10,000surveys
From 300+ publishers
Employee Reported
The world’s largest
real-time salary database
HR Market Analysis
A composite of analyst curated
employer reported survey data
Published Survey Data
Trusted data partner
4,482jobs
250+ industries

19. 1.5 Billion+ data points
5,500+ unique benchmark jobs (U.S)
250 + industries
28 size groupings
30,000 geographic locations
210data cuts available for every job
14countries
www.payscale.com
For organizations who want fast and easy access to HR
reported compensation data that has been curated and
expertly analyzed by compensation professionals and
data scientists.
HR Market Analysis Delivers:
✓Employer reported data with robust data coverage formore
than 5,500 benchmark jobsthrough one single database
✓Ready-to-use compensation data curated by compensation
professionals and data experts to drive your comp strategy
while saving you time.
✓Proprietary, proven algorithm to fill data gaps and
always deliver an answer for all combinations of industry,
size and location. NEW: Netherlands Data now available!
HR Market Analysis

20. Employee Reported
www.payscale.com
65Million salary profiles
100,000 employers reported
350,000new salary profiles added monthly
6,000industries represented
10,000 geos represented
5,000certifications represented
3,000skills represented
15,000job titles represented
For companies​in fast moving markets, emerging
ornicheindustries, andcompanies who needreal time
granular geo and skillsdatatoattractand retain talent.
Employee Reported data delivers:
✓The world's largestsalarydatabase, built ona proprietary
machine-learned model​ developed from 20 yearsofdata
collection andanalysis.
✓Validated data collected from employees in the workforce.
✓A realtime pulseon the market, reporting highly granular
data withcompensable factors,includingskills, geo,
androbustindustry data.

21. $48.1
$53.5
$0.0
$20.0
$40.0
$60.0
Base 50th
Heavy Truck Driver+ HazMat
$105.6
$0.0
$20.0
$40.0
$60.0
$80.0
$100.0
$120.0
$140.0
Base 50th
Data Scientist+ PhD
$92.6
$0.0
$20.0
$40.0
$60.0
$80.0
$100.0
$120.0
Base 50th
Software Developer+ Angular+ REACT
Importance of Employee Attributes
$53.5
$117.4
$102.2
$93.6
Heavy Truck Driver +HazMat Data Scientist +PhD Software Developer +Angular +REACT

22. Demo
Pricing Projects, Quick
Price, Employee Reported
data, Job Insights

23. 2,200 orgs participating data
7 Million employees
4,200jobs
100+industries covered
150+countries covered
32% YOY growth
40+companies/month joining
www.payscale.com
Peer
For organizationswho wanttimely,transparent
employer reported data basedon their industry
peers, that is fullycustomizable.
Peer delivers:
✓Fullytransparent and
DOJcompliant,employerreporteddata
✓Specific, relevant and fullycustomizable data
✓Always current data tokeep up with market
trendsandrespond to changes inthe market
✓Industry networks to stay competitive
Fast Company’s 2021 World
Changing Ideas Awards
Peer wins

24. Peer dataTraditional Aging
1.47%
9.02%
1.47%
3.38%
1.47%
5.05%
Importance of Real Time Data
$44,000
$45,000
$46,000
$47,000
$48,000
$49,000
$50,000
$51,000
1/1/222/1/223/1/224/1/225/1/226/1/22
Paramedic
$33,400
$33,600
$33,800
$34,000
$34,200
$34,400
$34,600
$34,800
$35,000
$35,200
$35,400
1/1/222/1/223/1/224/1/225/1/226/1/22
Order Picker/Packer
$99,000
$100,000
$101,000
$102,000
$103,000
$104,000
$105,000
$106,000
$107,000
$108,000
$109,000
1/1/222/1/223/1/224/1/225/1/226/1/22
Data Scientist II

25. Compensation Analyst II
Named Peer Group
Companies:Robert W. Baird
Co. Incorporated, S&P Global,
Inc., Bank of the West, Capital
Group Companies, Fiserv
Financial Services Industry
Named Peer Group
Companies: University of
Florida, Harvard University,
University of Texas -Rio Grande
Valley, Midwestern University,
Georgia Institute of Technology
Higher Ed Industry
$77.0 National Baseline
Importance of Participant Lists
50th
$50
Base Salary ($000s)
$96.3
$79.1
$67.3
$64.0$60
$70
$80
$90
$100

26. Demo
Peer

27. Participation is vital
to Peer growth.
We are building a data community.
The more customers that actively
engage and participate in Peer,
the stronger and more valuable
Peer data becomes.

28. 1.Refresh your HRIS data on a quarterly basis
2.Match 60% of your company jobs to Peer
How we makeparticipationeasy:
Auto Loader: If you aren’t implemented on the Auto
loader, reach out to your CSM! This ensures fluid and
automated data uploads to improve your experience
across the platform.
Job Matching Options:
1.Peer Job Matching Service
2.Match your company jobs to Peer jobsby reviewing
and accepting in-product match suggestions
Upcoming Product Release: Match Enhancements!
One time participation

29. POLL
Which data set are you
most excited about?
HR Market
Analysis
Employee
Reported
Peer

30. Market Shift #2
Pay Equity, Fairness & Transparency

31. More recent US legislation has focused on
closing the uncontrolled pay or opportunity gap

32. Pay Transparency
Salary requirements on job postings are becoming more common.
CaliforniaNew YorkMassachusettsWashington
New York
City
Colorado

33. State Transparency Requirement
California Upon Candidate Request
Connecticut Upon Candidate Request or At Hire –Whichever is Sooner
Maryland Upon Candidate Request
Nevada After First Interview
Cincinnati, Ohio
Toledo, Ohio
Upon Request After Conditional Offer of Employment is Made
Rhode Island
Upon Candidate Request or When Inquiring About Candidate’s Salary
Expectations or When Offer is Made –Whichever is Sooner
Washington Upon Candidate Request
Where else is this happening?

34. Pay
Reporting
Illinois equal pay reporting obligations:
•First state to seek employee-level pay information
•Private employers with more than 100 employees
•Provide EEO-1 Report,employee list (name, gender, race,county, total
wages, hire date, jobtitle,termination date, EEO-1 job classification)
•Compliance statement
California is currently evaluating
legislation that would include:
•Additional reporting requirements to DFEH
•Historical records of job posting, wage data and pay history
•Publish pay ranges in job postings
•Publish promotion opportunities including pay range prior to making
internal promotions

35. Want to learn more?
Join us at the second event
in our Pay Transparency
Legislation Series
Save your seat!
Pay Transparency Legislation
EP 2: Reporting Requirements
Wednesday, June 29
th
, 2022 | 9am PDT
Webinar

36. Scalable Compensation
Technology

37. How will you prioritize the following compensation
activities in 2022 compared to previous years?
61%
46%
45%
44%
40%
39%
39%
38%
37%
33%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Developing comp strategy and structures
Conducting manager training on pay communications
Understanding pay equity and DEIB
Revising total rewards packages
Investing in new sources of pay data
Increasing pay transparency
Getting approval for pay increases
Preparing for a remote or hybrid workforce
Getting more from comp software
Creating variable pay structures
Higher PriorityLower PriorityUnchanged

38. PayscaleSupports the Full Compensation Cycle
❑3
rd
Party Survey Management
❑Timely cuts from named companies
❑Employee expectations
❑Market Trends
Assess Markets
❑Benchmark jobs
❑Level jobs across the organization
❑Job & Grade based structures
❑Identify under/over payment issues
Assess Jobs
❑Generate branded, custom Total
Rewards Statements
❑Securely deliver
❑Facilitate salary ranges on job
postings
Communicate Compensation
❑Automate merit cycle
❑Enforce company defined guidelines
❑Empower manager-employee comp
discussions
Facilitate Comp Changes
Merit, bonus, long term incentives
❑Build Rapidly from Library
❑Collaborate in real time
❑Route for approval
❑One click pricing
❑Employee portal
Control Job Descriptions
❑Automate Remediation Plans
❑Validate fairness at time of pay change
❑Keep proactive
Assess Fairness

39. Demo
Grade Based Structures
& Employee Insights

40. Market Shift #3
The Expanding Role of Compensation

41. 86%of orgs say they
have a compensation
strategy or are
working on one
This is a 10% increase from last year
and a 16%increase fromprevious years
(when this stat hung out at 70% YOY).
However, only abouthalf of orgs are
confident in their strategy.
Does your company have a formal
compensation strategy/philosophy?

42. 75% of organizations expect compensation
to be more challenging this year
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ESG
Job Description Management
Modernizing HR software
Benefits
Workplace Policies
Workplace Environment
Performance Management
Learning & Development
Employee & Labor Relations
Workforce Planning
Fostering Company Culture
Engagement
Compensation
Retention
Recruiting
Higher InvestmentMore Challenging
More challenging

43. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ESG
Job Description Management
Modernizing HR software
Benefits
Workplace Policies
Workplace Environment
Performance Management
Learning & Development
Employee & Labor Relations
Workforce Planning
Fostering Company Culture
Engagement
Compensation
Retention
Recruiting
Higher InvestmentMore Challenging
70% of organizations are investing more in
compensation management
Higher Investment

44. ❑3
rd
Party Survey Management
❑Timely cuts from named companies
❑Employee expectations
❑Market Trends
Assess Markets
❑Benchmark jobs
❑Level jobs across the organization
❑Job & Grade based structures
❑Identify under/over payment issues
Assess Jobs
❑Generate branded, custom Total
Rewards Statements
❑Securely deliver
❑Facilitate salary ranges on job
postings
Communicate Compensation
❑Automate merit cycle
❑Enforce company defined guidelines
❑Empower manager-employee comp
discussions
Facilitate Comp Changes
Merit, bonus, long term incentives
❑Build Rapidly from Library
❑Collaborate in real time
❑Route for approval
❑One click pricing
❑Employee portal
Control Job Descriptions
❑Automate Remediation Plans
❑Validate fairness at time of pay change
❑Keep proactive
Assess Fairness
PayscaleSupports the Full Compensation Cycle

45. Compensation
Planning by
Payscale
PayscaleCompensation
Planning is a bulk compensation
review and adjustment solution
that supports cross-functional
processes including salary,
bonus, and long-term incentive
awards –all in one unified
platform.

46. Experienced
Compensation Services

47. PayscaleServices
Implementation
Work directly with a dedicated Implementation Manager to
kick your project off right including configuring the solution
to serve your specific needs and importing existing HRIS
and Survey data.
Subscription Support
Reach out to the PayscaleOn-Demand Support Team
and access online education tools that include product
learning and access to the Payscalecustomer community.
Customer Success
Every Payscalecustomer has a single point of contact
who is responsible for ensuring a great customer
experience and will meet with each customer regularly to
review account status and explore how Payscalecan
support strategic compensation goals.
Managed Services
Move your most important compensation initiatives
forward through a variety of service offerings including
market pricing, structure development, custom analytics,
and pay communications trainings for people managers.

48. Comp
Expertise
Comp
Reporting &
Analytics
Comp Data
Management
Survey
Participation
Support
Technical
Account
Management
Payscale Managed Services
The Payscale Services team has over 400 years of experience in compensation and is focused
on helping organizations build and evolve their compensation strategies

49. Delivering experienced compensation know-how
to support your organization throughout your
compensation journey with Payscale. compexpertise
Job pricing
Compensation strategy
and market analysis
Manager best
practice training
Personalized
product training
Structure modeling
and creation
Compensation policies
guide and support
Job matching for Peer

50. Collaborate with Payscaleto create
reports and visualizations aligned to the
specific needs of your business. comp reporting & analytics
Advanced analytics
and consultation
Tabular report
creation
Custom reporting
visualizations
Standard report
configuration

51. Take the administration out of third-party survey
data so you can focus on your compensation
strategy, process and innovation
Custom Survey
Loading
Survey Data
Conversions
When it comes to third-party, it can
take a great deal of time to accurately
load the survey data and ensure it is
up-to-date. Let Payscale manage the
technicalities of your data so you can
spend time putting your survey data
into action.
For organizations with specific
needs related to loading and
ongoing management of third-
party survey data
comp data management
User-defined fields
& custom mappings
Job Match Imports

52. Take the burden off your teams to complete
the market survey participation process
each year so you can focus on more
important strategic actions for the business
For organizations with
third-party surveys who
would like support with
participation
Defining
participation
requirements
Timeline
management
Population of
participation
matches
Generation of
data submission
reports
Data validation
review prior to
submission
surveyparticipation support

53. For organizations who
desire a premium level of
technical support.
Payscalewill provide a designated
Technical Account Manager who will be
responsible for assisting and managing
both ad hoc support requests as they
arise during normal operations as well
as cyclical and recurring comp activities
technical account management
Single point of
contact for all
technical support
Provide up to eight
hours of new product
refresher product
training annually
Monthly review of
all support cases
Ensure client follows
appropriate
compensation calendar
Monthly review of all
product enhancement
requests & release
notifications
Annual technical account
review for data hygiene, ensure
usage of key features and site
configuration meets the current
needs of the organization

54. Gain a competitive edge in a
fierce talent market while
building a more fair, equitable
and transparent pay strategy
Employee Reported
The world’s largest real-time
salary database
HR Market Analysis
A composite of analyst
curated employer reported
survey data
Peer
A transparent & dynamic HR
reported data network
Market Pricing
Pay Equity
Pay Structures
Compensation
Planning
Survey Management
& Participation
Reporting
& Analytics
Total Rewards
Statements
Job Descriptions
Management

55. In summary…
Employee Reported Data in Payfactors
Payfactorsnow offers threecompensation data sets alongside
cutting-edge compensation technology.
New Data Names
Employee Reported was formerly known as Crowdsourced,
and HR Market Analysis was formerly known as Payfactors
Market Data.
Grade Based Structures
Improved grade-based structures allow organizations to view and
assess how jobs currently align to the market, spot compression
indicators prepare for budget conversations and ensure a strong
foundation of pay transparency and fairness.
Refreshed Look & Feel
The new Payfactors brings a revised more modern look and feel
to the platform. Users will notice that there are several
enhancement to create a more intuitive user experience. Special
time was spent on improving the Projects tile.
Employee and Insights
Users have the ability in real time to access key data such as employee range penetration or job
description to help users understand the impacts that potential pricing or range decisions could
have on the employees currently in a role.
Comp Planning
Payscale Compensation Planning is a bulk compensation review and adjustment solution that
supports cross-functional processes including salary, bonus, and long-term incentive awards –all
in one unified platform.
Comp Expertise Services
Delivering experienced compensation know-how to support your organization throughout your
compensation journey with Payscale including Job Pricing, Policy Creation & Support. Structure
Creation, Compensation Strategy Development and Manager Best Practice Training
Reporting & Analytics Services
For many, an expanded role means the need to share data throughout the organization. Our
analytics experts will work with you to understand the reporting needs for your organization and
create reports and visualizations that tell important stories to your most valuable stakeholders.

56. POLL
What is the most impactful thing
you saw thing?
Employee
Reported
data with
skills
New look
and feel
Grade based
structures
Trends in
pay equity,
fairness, and
transparency
Comp
planning
Expert
services
offerings

57. The culmination
of these market
shifts means
organizations
need…
Diverse &
dynamic data
Rapidly evolving
market
Scalable
compensation
technology
Pay equity, fairness,
transparency
Experienced
compensation
services
Expanding role of
compensation
… now, more than ever.
to help orgs of
all sizes with

58. SAVE THE DATE
Payscale’s#Compference22 will take place,
virtually, October 19th-20th
pre-Compference, October 18th: Paid Workshops
Mark your calendars. We can't wait for you to join us, once
again, at the world's best modern compensation event!

59. The new Payfactors:
What does it mean for you?
If you are not currently using Payfactors…
It has never been a more exciting time to join the journey!
Payfactors & Payscale are bringing together best of both from
leaders in compensation –single place for a variety of data.
Learn more through a customized demo
If you do currently use Payfactors…
As of today, you will automatically see the updates in the new
Payfactors platform. Explore different data sources, educational
resources, as well as different subscription packagesto make sure you
have the best options that suit your organizational needs.

60. Thank you for joining us as
we charter the future of
compensation together!
For more information, visit payscale.com